Training Industry Magazine - Fall 2022 - 56

LEVEL 3 EVALUATIONS MADE SIMPLE,
CREDIBLE AND ACTIONABLE
> By Ken Phillips <
Knowing whether participants apply
what they learned in a training program
on the job is a critical issue for both
learning and development (L&D) and
the business executives L&D supports.
Demonstrating
learning
application
back on the job speaks directly to L&D's
ability to be viewed as a credible partner
by senior executives.
Unfortunately, measuring on-the-job
behavior change is not an area where
many L&D professionals
example,
excel.
according
" Effective
to ATD's
Evaluation:
For
report,
Measuring
Learning Programs for Success, " only
54% of organizations evaluate some
learning programs at Level 3 behavior.
Further, these organizations only
assess 34% of their programs at Level
3. However, when asked what value
Level 3 evaluation data had for their
organization, 79% indicated it had either
a high or very high value. The message
here is clear: L&D isn't providing senior
executives with the Level 3 training
transfer data they want.
The reasons for the disconnect include,
" It's too hard, " " I don't know how, " " My
leader doesn't require it, " " I don't have
access to Level 3 data, " and " It costs
| 56
What's needed is an innovative new
approach to conducting Level 3
evaluations. A method that is easy
to implement, produces credible,
high-valued data and provides clear
direction for corrective actions to
improve training transfer. Let's examine
one Level 3 evaluation method to
illustrate how to make evaluations
more simple and effective.
EASY TO IMPLEMENT
An evaluation method should be easy
to implement for optimal success. For
instance, the Level 3 Evaluations Simple
method only requires collecting data
from 25 to 30 participants and asking
three questions.
When selecting the participants,
choosing them randomly is essential.
A random selection will ensure that
the data you collect represents the
entire participant group and not merely
Once you have identified the participant
group, you next need to decide how
to collect the data. Three options are
available:
* A focus group (virtual or face-to-face).
* Interviews with program participants.
* A survey.
A focus group is the most efficient and
effective method of these three options.
It takes less time than conducting oneon-one
interviews and allows you to ask
follow-up questions that aren't available
with a survey.
However, before gathering any data,
there are two essential prerequisites.
One is to wait at least 30 days postprogram
before collecting any data.
The second is to create a job aid
summarizing the program content and
providing a copy to the participants
before collecting any data.
too much. " While there may be an
element of truth in some of these, it
doesn't absolve L&D professionals from
providing business executives with the
data they want.
a subset, which will increase the
credibility of your results. While there
can be more than 30 participants in a
group, generally 25 to 30 participants is
adequate if chosen randomly.
https://trainingindustry.com/wiki/measurement-and-analytics/the-kirkpatrick-model/
Training Industry Magazine - Fall 2022

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